CBL Presentation

1. Celebration Brands
Limited
CHANGE LEADERS FEEDBACK REPORT
AUGUST 31, 2015
Prepared by: The JobBank
Delivered by: Dr. Leahcim Semaj

2. September 11, 2015 2
Dr. Leahcim Semaj
Chief Ideator & Resultant
The JobBank
Keep In Touch!

3. Context of the Report
The following represents the compilation and cursory analysis of feedback received
from participants during the Change Management Workshop conducted by the
JobBank.
Several questions were asked to participants to gain insight into their perception on
the meaning of change among other topics.
These responses help to frame the necessary outcomes of the change management
and team building workshop.
Responses were organised by themes to improve the accuracy and relevance of the
data.
What is presented here outlines how the employees of Celebration Brands Limited
view the change process, alongside the emerging challenges and solutions to the
same.

4. What Are the Real Issues With CBL?
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8
Responses
Communication & Clarity
Cultural Disconnect & Conflicts
Lack of CB Identity
Lack of targets & Accountability
Lacking Support Form Parent Company
Weak Systems In Place
Unqualified Staff
Lack of Recognition
Limited Opportunities of Advancement

5. How Will You Foster Growth in the Company?
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Responses
Training & Mentorship
Improve Communication
Developing The Right
Attitude
Employee Engagement
Developing A Clear Vision &
Goal Setting
Team Work
Effective Systems & Policies

6. How Will You Give Recognition to the Staff?
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Responses
Celebrate Success Verbally
Give Rewards & Incentives
Opportunities for Promotion
Monetary Rewards
Rate Instead of Rank

7. How Will You Develop The Careers of Staff Members?
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Responses
Training & Mentoring
Cross-Training
Leading Effectively
Succession Planning
Aligning the Values of Staff
Educating Staff Loans/Grants

8. How Will You Enhance the Staff’s Productivity?
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Responses
Rewards & Team, Family Building Activities
Motivate & Inspire
Providing Tools & Resources
Enhance Communication
Enhance Work-Life Balance
Delegate Tasks
Cross Training
Goal Setting
Educating Staff Loans/Grants

9. How Will You Maintain Work-life Balance in the Staff?
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Responses
Flexible Working Hours &
Normalized Hours
Delegate & Improve Time
Management
Encourage Team Work &
Teambuilding Activites
Mandatory Vacation
Annual Medical Checkups
Recreational Activities
Reward Employees - Vacatio
Packages
Financial Counselling

10. How Will You Maintain Work-life Balance in Yourself?
 Delegate
responsibilities
 Separate work
from personal
life
 Five minute
breaths
 Get rid of
procrastinations
 Be more health
orientated
 Balance work/
Recreational
activities
 Go home early
everyday
 Continue
working on the
6 pack
 Go to more
activations, Beer
Wednesday etc.
 Prioritize tasks or
day
 Practice good time
management
 Do not take work
home
 Plan your daily
activities.

11. How Will You Attract & Retain Gen X (Ages 30-50)
Attract
 Gleaner Print & Electronic
 Via Email & or Print
media
 Health benefits
 Scholarships for self and
dependents
 High recognition
 Good pension plan –
other perks
 Health plan –
Promotional
advancement
opportunity
(Comprehensive
benefit plan)
 Appetizing package
 Money/ salary
 Job security/
stability
 Rewards and
recognition
 Security and
stability
 Flexi-time
 Referrals, experience and
recognition
 Vacation time
 Compensation based upon needs
and expectations/ Benefits
Retain
 Provisions for pensions/ health benefits
 Role that uses experience, leverage their generation shift
 Bring them up to speed with technology
 Use the Gen Y to mentor the Gen X
 Opportunities after retirement

12. How Will You Attract & Retain Gen Y (Under 30)
Attract
 Social media recruit –
Skype/ Video call interview
 Several high energy staff
engagement activities
 Casual wear atmosphere
 Offering a job that they
are visible
 Further education/
investments/shares/Per
ks
 University career days –
high school job fairs
 Money – attractive
salary
 Fun – technologically
advanced. Virtual job-
work from home
 Travel offered
 Social & Technological
environment
 Create a modern
workspace
 Create a fun working environment
 Show an image of modern flavor
 Ensure your technology in the
workplace is up to date
 Flexi-work hours
 Food – accessible and free
 Communicate internally via
WhatsApp/ Social media
Retain
 Empower them to use their technological knowledge. Flexible working
hours and attractive deals
 Involve them in decision making process
 Flexible working environment
 Consistent training to keep them up to date
 Put them in positions of responsibility
 Ensure them the freedom to express themselves
creatively and strategically
 Prepare the workplace for Y take
over/empowerment
 Allow flexibility to work from any location

13. Conclusions
The answers to these questions are very telling of the corporate culture and the mind-sets of
those involved in guiding the way forward. Follow-up sessions may be necessary to complete the
change process as cross-training and coaching were frequently requested. Cultural problems
exist, which can serve to destabilise the organisation coming at a cost to profit and productivity.
The major issue with CBL seems to be the cultural lapses within the organization and the lack of
a wholesome identity leading to fragmented communications and employee apathy. The parent
company’s relationship with CBL must be revised as it dominant in nature and not cooperative.
However, the change team was very cooperative and by virtue of the responses garnered it is
clear that understanding was derived, however, comprehensive leadership and intrapreneurship
workshop sessions may be necessary get the right persons off the bus, get the right people on
the bus and get the best persons in the driving seats of the company. The need for effective
systems and policies were highlighted as a means through which growth could be facilitated
alongside the need for the development of a clear vision and goals.

14. Recommendation
Responses giving insight into strategies to retain talent should be
operationalised to reap rewards and attract the respective
generational groups.
We recommend that a work value assessment be done with the staff
of CBL to align the values of the company and staff to solve the
cultural gaps that exist.
The JobBank is happy to assist in this regard, we look forward to
further discussions.
We enjoyed this mutually beneficial exercise. Thank you.